University Leadership Management: Diversity Report and Action Plan

This report analyzes the diversity policy and procedures of Aus Accountancy, focusing on workplace diversity's impact and benefits, including increased profitability and a better company reputation. It discusses benchmarks, legal requirements, and various actions to improve diversity levels, such as measuring diversity, broader recruitment, and organizational culture. The report outlines example diversity policies and procedures, including changes to laws, forward-looking policies, and the importance of consistency and accountability. It provides a suggested format for an Aus Accountancy Diversity Policy, encompassing vision, recruitment, career development, community programs, and reporting procedures. The report addresses the importance of creating an inclusive work environment and promoting equality, diversity, and inclusion within the organization.

Running Head: ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
Advanced diploma in leadership management
Student’s Name
University Name
Author’s Note

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Assignment Task 1
Subject: Conveyance of diversity report, action plan and questionnaire
Dear Sir,
The report is as follows:
Aus Accountancy
Diversity policy and procedures briefing report
Introduction
The purpose of this report is to analyse the diversity policy of the Aus Accounting Company and
the diversity procedure and thereby discuss and describe procedures for the organisational
change procedure.
Impacts of Diversity
Workplace diversity fosters mutual respect among employees. Whether employees work in
groups or teams comprised of co-workers with varied work styles, disabilities or who represent
different cultures or generations, a synergistic work environment becomes the norm. Many
members of the workforce have been marginalized due to racism, ageism and discrimination
against people with disabilities. Not only is this discrimination unethical and illegal, it also has
serious economic consequences. When people are unable to find work, or are not able to earn a

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wage that is consistent with their training and abilities, their standard of living suffers and they
become less financially secure. Conflict inevitably occurs in the work environment. However,
employees who acknowledge others’ differences often also find similarities, particularly when
there are common goals, such as production and quality. Respect for co-workers either reduces
the likelihood of conflict or facilitates an easier road to conflict resolution. Diversity in the
workplace is vital for employees because it manifests itself in building a great reputation for the
company, leading to increased profitability and opportunities for workers. Workplace diversity is
important within the organization as well as outside (Barak, 2016). Business reputations flourish
when companies demonstrate their commitment to diversity through aggressive outreach and
recruiting efforts. The importance of workplace diversity cannot be overstated when it comes to
an organization’s ability to reach markets in foreign countries. The appeal of global markets
creates two kinds of opportunities for employees: opportunities for promotion and employee
development.
Benchmarks and other measurement indicators
The presence of any forms of violence and harassment at work is likely to have negative
consequences for those involved, for the organization and for society in general:
1. It is estimated that overall productivity is reduced by about 2% as a result of
psychological violence alone.
2.

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3. Signs of negative financial and productivity implications are increasingly common, with
higher absenteeism rates, ill health and early retirement, high staff turnover and increased
insurance premiums.
4.
5. Cost estimates reveal considerable financial gains in reducing workplace violence.
6.
7. Evidence shows that both physical and psychological violence have serious implications
for health and well-being.
8.
The impact on third parties is increasingly visible, causing job resignations and negatively
impacting on relationships with family.” (Progressive initiatives to combat harassment: Three
case examples, European Monitoring Center on Change,
Quick List of Possible Metrics
 Percentage of minorities, EEO targets
 Increase in minority representation
 Increased representation of minorities at different levels of firm
 Employee satisfaction surveys
 Better relationships among diverse staff members;
 Fewer discrimination grievances and complaints;
 Fewer findings of discrimination by adjudicators and government agencies;
 Improved labor relations;
 Reduction of noose, graffiti, and hate incidents;

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 More diverse hiring.
 Improvements in productivity.
 More innovation and creativity. (There are various metrics for this, such as patents
granted per capita.)
 Improved job satisfaction.
 More career development over time for underrepresented group members.
 Use of bridge positions for lower level employees to bridge to professional positions.
 Better retention.
 Decrease in pay disparities.
 More positive responses on exit interviews.
 Higher ranking of the organization in terms of best places to work.
 Becoming an employer of choice.
 Awards from special interest and advocacy groups.
 Inclusion of diversity in corporate social responsibility efforts.
 Independence and professionalism of the diversity officer.
Legal requirements in relation to workplace diversity.
The Fair Work Ombudsman also provides education and assistance for employees and employers
on preventing discrimination in the workplace. The Law Council’s Diversity Policy provides the
framework by which the Law Council actively manages and encourages diversity across the
organisation.

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The Diversity Policy was created to promote equality, diversity and inclusion within the Law
Council for those of all ages, colours, race, ethnic or national origins, sexual orientation, marital
and parental status, physical impairment, disability and religious beliefs Guillaume et al. 2017).
Organisations wishing to establish a diversity policy are invited to use the ideas contained in this
Policy and modify them to suit the individual character of the organisation.
Other legalities that are needed to be considered for the workplace diversity policies under
Australian mainland are the Age Discrimination Act, Australian Human Rights Commission
Act, Disability Discrimination Act, Disability Standards for Education, Disability (Access to
Premises – Buildings) Standards, Fair Work Act, Racial Discrimination Act, Sex Discrimination
Act, Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status)
Act 2013, Workplace Gender Equality Act and few others.
Example diversity actions to inform action plan.
Here are eight ways to improve the diversity levels in your workplace and get more of the
benefits that come from having a diverse workforce:
1. Measure it. Ever heard the business advice of “what gets measured gets done”? While of
course measuring alone isn’t enough, it’s often true that whatever gets team focus—such
as items measured in quarterly reports or in executive key performance indicators (KPIs)
—does get more time and attention. By measuring the organization’s diversity and
looking at it objectively, it helps to improve the overall diversity levels by putting more
focus on the actions required to improve them (Lambert, 2016).

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2. Remember that diversity is about more than race. Diversity means having a
workforce composed of many different types of people. Different race is just one
example. Different religious backgrounds, different genders, different nationalities, and
differing physical abilities are more diversity options.
3. Recruit over a broader geographic area. By expanding the geographic scope of your
recruiting, you’ll reach more potential candidates.
4. Focus on retention. Many organizations find they’re able to attract a diverse set of
applicants, but over time, the organizational culture remains homogeneous due to a
higher turnover rate for some groups. Focus on retention efforts if this is a trend in your
organization.
5. Pay attention to organizational culture. Does your culture promote inclusiveness?
There may be pervasive attitudes and actions that end up dividing the workforce, making
some groups feel unwelcome. These will need to be addressed to maintain diversity in the
workforce. Consider utilizing employee surveys to gauge how employees feel on these
topics as a means to discover issues before these issues cause employees to leave (Al-
Jenaibi, 2017).
6. Consider providing diversity training. This can help the organization to be more
inclusive overall, which can assist in retention efforts. It can help people understand the
benefits of having a more diverse and inclusive workforce, which in turn helps to create a
more welcoming environment.
7. Don’t forget to foster diversity at all levels, not just in hiring. If the workplace culture
is not diverse at the upper levels, there will be less of a chance of retaining diversity in

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general. If all employees don’t see they have an opportunity to achieve their personal
goals, they may be more likely to leave.
8. Consider providing more flexibility in your work schedule, which can help to attract
a broader pool of candidates. For example, consider whether any jobs could be
completed via telecommuting or whether you can offer benefits that help people back to
the workforce while still taking care of their family, such as flexible work schedules or
on-site child care.
Example diversity policies and procedures
Changes to Laws
Changes to federal, state and local laws governing employment practices may apply to private or
public sector employment. Some private employers implement policies that mirror those in the
public sector. In March 2010, Houston mayor Annise Parker enacted executive orders
prohibiting discrimination based on gender, gender expression and sexual orientation in city
government employment. Some private sector employers will consider including aspects of City
of Houston laws in updating policies that address discrimination based on gender and sex
(Durrani & Rajagopal, 2016). A private sector employer that wants to model a diversity policy
similar to laws that apply to City of Houston employees may consider revising its corporate
statement on equal employment or even extending health care benefits to its employees' domestic
partners.

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Forward Looking Policies
Policies that support a diverse workforce change over time--what worked in the 1980s may not
be effective today. During the time diversity addressed mere racial and ethnic differences,
policies that encouraged hiring minorities were considered timely. Today, however, effective
diversity programs are much broader. Consider incorporating into your business diversity
policies special training and development opportunities for minorities and women who
demonstrate aptitude for leadership positions. Another policy for strengthening support of a
diverse workforce is creating affinity groups. Affinity groups are comprised of members of one
or more groups of underrepresented workers that network and support one another's professional
experiences and endeavors (Davis, Frolova & Callahan, 2016). Other policies include voluntary
affirmative action plans; diversity training specifically designed for your industry and cultural
enrichment events that increase employees' knowledge of diverse populations.
Consistency and Accountability
Two key elements of success for policies and procedures that support a diverse workforce are
consistent application and manager accountability. Ensure the policies you implement are
consistently and equitably applied within your workplace. Implement management
accountability for adhering to your company's policies and procedures that support your diverse
workforce (Thornton et al. 2017).
Suggested format for Aus Accountancy Diversity Policy.

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Diversity vision [ ] recognises its talented and diverse workforce as a key competitive advantage.
Our business success is a reflection of the quality and skill of our people. [ ] is committed to
seeking out and retaining the finest human talent to ensure top business growth and
performance. Diversity management benefits individuals, teams, our company as a whole, and
our customers. We recognise that each employee brings their own unique capabilities,
experiences and characteristics to their work. We value such diversity at all levels of the
company in all that we do. [ ] believes in treating all people with respect and dignity. We strive
to create and foster a supportive and understanding environment in which all individuals
realise their maximum potential within the company, regardless of their differences.
We are committed to employing the best people to do the best job possible. We recognise the
importance of reflecting the diversity of our customers and markets in our workforce.
The diverse capabilities that reside within our talented workforce, positions [ ] to anticipate
and fulfil the needs of our diverse customers, both domestically and internationally,
providing high quality products/services. [ ] is diverse along many dimensions. Our diversity
encompasses differences in ethnicity, gender, language, age, sexual orientation, religion,
socio-economic status, physical and mental ability, thinking styles, experience, and
education. We believe that the wide array of perspectives that results from such
diversity promotes innovation and business success. Managing diversity makes us more
creative, flexible, productive and competitive. RecruitmentAs a global player, [ ] recruits people
from all around the globe. We believe that our employees from many different cultural,
linguistic and national backgrounds provide us with valuable knowledge for understanding
complex international markets. We have established outreach programmes to identify talented
women and individuals from under-represented backgrounds for recruitment. We provide

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2scholarships for promising young women and under-represented status students with the
potential to become high achieving professionals in [ ]. Career development and promotion[ ]
rewards excellence and all employees are promoted on the basis of their performance.
All managers are trained in managing diversity to ensure that employees are treated fairly
and evaluated objectively. Community programmes[ ] recognises that there are distinct
demographic groups that have long been disadvantaged. We recognise that racism,
ageism, sexism and other forms of discrimination are problems both for our organisation and
society as a whole. [ ] is committed to tackling cultural stereotypes both within and
outside our organisation. We have clear reporting procedures for any type of discrimination or
harassment combined with follow-up procedures to prevent future incidents.[ ] combats
discrimination in the wider community through partnerships with community based groups.
We work closely with [....................].Diversity bodiesOur commitment to diversity is led by our
diversity champions who come from all levels of the company, from top management to the
shop floor. The diversity champions make up a diversity committee, which is responsible for
ensuring that our diversity policy is articulated in the day to day running and the strategic
direction of the company.Diversity practicesAll employees undergo diversity training. Diversity
training encompasses raising awareness about issues surrounding diversity and
developing diversity management skills. [ ] provides a safe and pleasant environment for our
employees. We offer:
•Flexible working time arrangements
•Employee education assistance
•Employee network and support groups
•Open communications

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•Childcare assistance
•Mentor programmes
The action Plan is as follows:
Aus Accountancy
Diversity Action Plan
Current: (insert month & year here)
Issues Comments
1
Accepta
nce and
Respect
There is a lack of acceptance of the diverse culture and beliefs among employees,
conflicts may arise. Sometimes, this conflict turns to animosity and may even
effectuate situations of violence.
2
Accomm
odation
of
Beliefs
Diversity in cultural, spiritual, and political beliefs can sometimes pose a challenge
in a diverse workplace. Employees need to be reminded that they shouldn’t impose
their beliefs on others to prevent spats and disputes.
3. Ethnic Sadly, issues from ethnic and cultural differences are still present in the workplace.